HR of Tomorrow Conference, Nordics

Arrival, Check-in & Networking Coffee

From Decentralised Learning to AI‑Powered Expertise: Exploring the Emerging Role of L&D

At Sweco, expert‑driven and decentralised learning has long shaped how knowledge flows — but what happens when AI enters the picture as a powerful new force? How might it change the way our specialists learn, share insights, and solve problems across business areas? Are we witnessing an evolution of decentralised learning, or a complete reinvention of how expertise grows in everyday work? And what role should L&D play when learning becomes increasingly embedded, on‑demand, and AI‑supported?

Next Generation Employee Listening

Organisations have never measured employee engagement more than today. Yet engagement is falling globally. The more we ask, the less seems to change. The reason is the actionability gap — the distance between the insights organisations collect and the change employees actually experience. Survey fatigue is not about frequency. It is about what happens after the survey closes. And in most organisations, not enough happens. Next generation employee listening is the answer. But what does that actually mean in practice? In this session, Tobias Thalbäck, CEO at Winningtemp, unpacks what truly separates the organisations that measure from the ones that lead — and defines what next generation listening looks like.

Why Honest Recruitment Is a Sustainability Strategy

We believe the most sustainable recruitment strategy is not to look perfect — but to be honest enough to attract people who truly belong here. In an increasingly transparent talent market, credibility matters more than polish. This session explores why honest recruitment is a long‑term advantage, not a risk. By having a more transparent dialogue, openly sharing both strengths and realities, organizations create clearer expectations, stronger trust, and better alignment from the start. Gant has a strong employer brand but we would like to move beyond idealized employer branding, we show how transparency leads to deeper engagement, reduced mismatch, and more sustainable teams over time. Honest recruitment is not about lowering ambition — on the contrary, it is about building belonging, commitment, and high performance that last.

Evolving Journey of Talent Mobility at Volvo Group

True, sustained corporate success demands that organizations move beyond treating talent as a resource to be owned and instead embrace it as a capability to be cultivated and deployed strategically. At Volvo Group, we diagnosed our pain points in internal mobility of talents and begun to transform internal mobility from a reactive HR process into a proactive business engine, by redesigning our talent management philosophy and tools, realigning the mobility levers, and measuring what matters to business value creation.

Creating clarity around Leadership at Ericsson

At Ericsson, leadership is the engine that drives strategy and culture, and complexity was holding us back. I’ll share how we partnered with leaders to create three simple principles that create clarity, develop people and deliver results.

The Best Drivers We Have and Why We Almost Never Hired Them

The transport industry is facing a growing driver shortage, yet most operators are still recruiting the same way they always have, reaching the same people they always have. At Transdev, we decided to change that. By introducing social media recruitment and a more intentional approach to employer branding, rethinking how we show up through imagery, messaging, and targeting, we created a measurable shift in who applied for our jobs. Without changing a single requirement in the job description. In this session, Susanna Ask, with a background in commercial roles within the medtech industry before moving into HR, shares how Transdev built the business case for a broader recruitment strategy, what changed in practice, and what the results tell us about the future of talent supply in an industry that can no longer afford to fish in a small pond.

The Engine of Excellence: How Investing in Employee Success Becomes Business Success

"Successful employees, successful businesses." In an era where human capital is the ultimate competitive advantage, simply hiring talented individuals is no longer enough. True, sustained corporate success is only achieved when organizations strategically build an environment where every employee is set up, supported, and expected to thrive. The perspective must shift from viewing employees as costs to recognizing them as profit drivers and innovation sources. Some points for discussion Defining Success: Moving beyond basic performance metrics to measure growth, engagement, and cultural contribution. Strategic Investment: Identifying the critical areas (training, autonomy, rewards) that yield the highest Return on Investment (ROI) for employee development.   Building the Cycle: How successful employees foster better customer experiences, leading to higher retention, reduced turnover costs, and ultimately, superior financial results.

To Weave Instead of Hunt – Employer Branding as an Enabler in the Race for Tech Talent

The race for the scarce tech talent has been on for years, and SEB is exploring how strategic Employer Branding can help weave a net that draws talent in, rather than hunting them down. By working with intentional and tailored visual expression, wording and a relevant channel mix, SEB has made tangible results in both attracting and recruiting the tech talent needed for the bank.